Employers’ Views of Supported Employment for Disabled People in Scotland Pippa Coutts

SUSE

Welfare Reform more focussed on work 52 % of claimants fit for work (DWP, Jan 2013) In a year 203,700 FFW (2011/12) 21 % of claimants were placed in the Work Related Activity Group (WRAG) Work Choice, 11,000, April – Dec The Context to the Research

How do employers understand supported employment and what are the opportunities and challenges afforded by supported employment? What has been their experience of supported employees? What changes would be needed to make supported employment work more effectively? Research Questions

FINDINGS

Micro-enterprise to large retail 4 public sector Teams of about people 1-2 supported employees 6 still received a wage subsidy The organisations

In post on average for 10 years Majority had learning disabilities and/or physical disabilities Entry level jobs Most working > 16 hours / week The Supported Employees

Small number in workplaces Declining willingness? Subsidies as an in incentive ? Discussion

Experienced, good work colleague. …Does a great job (Large national company). She’s quite good at what she does. … She’s keen to work. … Keen to prove her worth (Micro business). He’s a valued member of the team (Care home). Managers’ Views of employees

Reliant, motivated Positive impact on colleagues Adaptations can benefit all Good PR Can have an affinity with clients. Opportunities

A ‘learning curve’ Have to take time and be patient Manage staff teams’ grumbles Fast paced environment Changing nature of work : More multi-tasking More computer literacy/IT. Challenges

Mentoring, buddying or regular supervision Adapted training for people with learning difficulties Adapted communication; 1-to-1 Physical adaptions; wheelchair Support provided by employers

Recruitment of Staff Review visits At specific points, e.g. redundancy and relocation Not sure the help really for the employer, nor should be Support from Work Choice

Want more of it (advice to funders) Most managers satisfied with the SE support provided over time If in previous DWP programmes, had issues with Work Choice. Managers’ opinions

Just > ½ felt no effect on their ability to take on supported employees Minority mentioned shrinking business and tighter budgets Statutory sector cap on recruitment Pace and nature of work affecting disabled employees’ chances of work Recessionary Effects

CONCLUSIONS

Trusting relationship between the employee and manager; A real job for the employee; Good fit between the job and the individual’s skills and aspirations; A situation which suited both the employer and the employee Managers’ Critical Success Factors

Workplaces reached “saturation” point Strategic engagement to include: –Increase awareness that supported employees good staff members –Support employers to spread good practice across their organisations. Strategic engagement with employers

Reverse the decline of supported employment Make sure there are supported employment services funded to suit those not in the Work Choice programme Specialist employer engagement focussed on the employment of more disabled people. Policy Makers & Commissioners

Promote and protect quality: that’s what employers want Supported Employment Providers

Pippa Coutts, Scottish Union of Supported Employment Professor Sheila Riddell, Centre for Research in Education Inclusion and Diversity, University of Edinburgh Contact: